Psychosocial hazards are gaining attention online, but the pace of change remains sloth-like. Two recent online events provide good, basic occupational health and safety (OHS) and organisational psychology information and some insight into the slow pace.
One area where human resources (HR) and occupational health and safety (OHS) do not overlap in practice is diversity, equity, and inclusion (DEI), but they should. OHS cannot operate without effective consultation, and part of that effectiveness comes from a diversity of information, respectful conversations, and the inclusion of sometimes uncomfortable perspectives or truths.
Recently, the Victorian Equal Opportunity and Human Rights Commission (VEOHRC) published a guideline on race discrimination in the workplace, which illustrated the need for HR and OHS to begin talking (and listening to) the same language.
The Australian Institute of Health and Safety (formerly the Safety Institute of Australia) recently launched an Artificial Intelligence tool for the institute’s members to access its extensive data sources. I posed SPARK a couple of questions to evaluate its effectiveness.
According to the September 25 2024 media release:
“The “Safety Professional Assistant and Resource Knowledge-Base” tool, known as SPARK, … has been trained on State-based legislation and regulations, OHS Body of Knowledge content, OHS Professional Magazine content, and general organisational information stored on the AIHS website.”
Recently, SafeWorkNSW launched a health and safety campaign for those who provide services in people’s homes, essentially Home Care providers. The message is good and simple, but this article is less about the campaign than the risk assessment and checklist forms they promote.
Many checklists expect a Yes/No answer but fail to ask a question. SafeWorkNSW’s Home Safety Risk Assessment is an example of this problem.
Continue reading “Yes, No or N/A?”Work health and safety is a fundamental human right. Last year, I asked “so what?” Australia is strengthening the relevance of this international human right at the local level, but you wouldn’t notice unless you looked hard.
The federal government’s Joint Standing Committee on Treaties has been receiving public submissions on the ratification of ILO Conventions 191 and 187. It’s such a hot topic that it received only two submissions!!; neither opposed the ratification, but they provide some useful context to the aims of occupational health and safety (OHS) in Australia.
There is a cost-of-living crisis in large parts of the world, there is a climate emergency, there are wars and political instability and insecurity everywhere. Why is occupational health and safety (OHS) still considered important? Well, it isn’t really when compared to these global and existential crises, but that is the microcosm in which we operate. However, this does not mean we should withdraw into our safety shells and ignore the world. We can’t; the world intrudes on our microcosm and affects us directly and indirectly.
So, it is useful to understand how pressures external to our work and workplaces affect our choices and the choices of employers.
A whole generation of workers has grown up believing that if they are having a hard time at work, if they are not coping with the workload or the sexual advances of their boss, or their difficult workplace, or the discrimination they feel about their gender or their sexuality, that it’s their fault, and it’s their problem, and therefore, it’s their role to solve and fix it. But there were generations before the current one, and I’m from one of those earlier generations. When I started work, there was good work and safe jobs, and there were social movements for women’s rights, and then gay rights and dignity at work, and respect at work. It was far from a paradise, but there was exciting progress and lively, challenging debates and social protests. A little of that passion has returned this decade, but more is needed.
